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Practicing Changeability: Flexible, Hybrid Workforces & Solutions for the Future

August 2, 2021 - minute read

Though it has been no easy feat getting to this point, the number of daily new infection rates and deaths related to COVID-19 are finally at their lowest levels in almost a year. As employers look to the future of their operations and a post-COVID world, however, there’s still a lot to think about. After all, no industry will ever truly be the same.

According to HR Dive, flexibility will be key in moving successfully forward. Whether it’s bringing back your furloughed workers, taking on more clients, or coping with more potential lockdowns as variants appear – embracing the changeability of hybrid workforces and progressive operational strategies is sure to help your business stay on top.

First and Foremost: Prioritizing Employees

The true future of the virus is still hazy, as is the consistency of most hourly workforce industries and their high-turnover workforces. This makes it difficult for you to plan. Without the right approach, last-minute changes can strain HR and intensify your liabilities risks.

Shaping your business to be conducive to innovation is not only good for your bottom line… it’s something that even your employees value. It fosters trust because it safeguards their ability to do things like take time off and curbs the unprecedented stresses that have sprung up since the start of the pandemic.

By taking a disciplined approach to new work practices and technology, you open up your entire workforce to the possibility of an even more efficient operation.

Tips for Embracing Changeability

As you look to experimental procedural changes and new management tactics (like rotating in groups of employees at any given worksite, cross-training, or trying shift bidding and swapping), consider the following best practices for handling changeability:

  • Make workplace practices testable. By establishing rules for new practices or guidelines for how they will be tested, you will be able to track when procedures should be abandoned or modified. To ensure positive adaptability, you need to be able to embark on new ideas as they feel appropriate, as well as forgo or make changes to them as soon as they are no longer serving your business. If something is not working for your employees, you want to be able to prove why so you can start working on another option.
  • Structure your changeability methods within your policies. It’s best that your employees know to expect some amount of changeability, so things like necessary flexibile scheduling or altered standard operating procedures (SOPs) don’t create unnecessary instability. While changes may need to occur without much warning, preparing employees to expect the changes can go a long way towards protecting morale. Consider creating a policy or adaptable options to show employees.
  • Have a vision or “purpose” behind your plans. In light of the harsh realities of the pandemic, the more unified your employees are towards new workforce management techniques, the better your business’s ability to evolve will be. Involving them with a shared vision for the future, will make moments of change easier to embrace. The last thing you want to do is end up making changes that don’t match your employees’ needs or preferences. That’s why explaining the “why” behind certain changes, as well as being open to feedback, matters.
  • Unite your employees. According to a Pew Research Center study, 65% of employees have felt less connected to their coworkers and employer during the pandemic. With an end seemingly in sight, employees want to feel a sense of belonging again. Without it, they are more likely to become disengaged and resistant to the new operational methods you try to put into place. Find ways to reward top-performing employees and recognize positive outcomes wherever you can to keep innovation feeling positive for everyone involved.
  • Make it about learning. One way to ensure success with workplace changeability is to give your employees time to learn. Consider your flexible methods as opportunities for employees to learn and grow. In its own way, it’s a way of investing in employees’ future success, as well as that of your operation’s! Be sure you’re continuing to celebrate employees’ growth and offering new career paths within your organization.

Flexible Workforce Management

In order to keep your business evolving for the better, you need technology that’s doing more than just keeping up. You need a flexible workforce management platform that actively helps your business improve – one that can adapt alongside your industry, the pandemic, and rotating groups of employees.

With EPAY’s flexible workforce management software, you gain an intelligent solution capable of showing you what’s working and what is not. Our platform was built specifically with hourly workforce industries in mind and gives live insights into each area of business management. As changes get made, you’ll be able to easily update time tracking logics, employee schedules, even the time tracking methods used for each of your sites.

Our system is able to quickly conform to any labor environment. Check out the multitude of configurations and bendable labor techniques we can help with by taking a tour today!

Filed Under: Workforce Management Human Resources